Previous research has shown that interviewers need to be aware of job requirements in order to make valid selection decisions. Such job information may be provided in several different formats. To determine if the type of job information influences decisions, management psychology students (N=48) received information about a job that stressed…

Recommendations concerning faculty recruitment, screening, selection, orientation, and development are presented as developed by the New Faculty Subcommittee of Miami-Dade Community College. The recommendations include the following: (1) the college should establish and fund the position of Recruitment Coordinator, adopt an organized recruitment…

The selection interview is a commonly used procedure for gathering applicant information upon which to base personnel decisions. Synder and Swann (1978) found that people tended to ask questions and generally seek information consistent with their initial beliefs about the person being interviewed. They suggested that this confirmatory questioning…

The prospective candidate for a faculty position is advised to be prepared with questions regarding curriculum, administration, personal and social concerns, and economic considerations to be discussed during a hiring interview. (JMF)

Describes an interviewing rationale which is sent to prospective staff members at Dobie Middle School, Austin, Texas. The format was developed in order to clarify expectations of the interviewing committee and to reduce the applicant's interviewing anxiety. (Author)

Targeted selection applies the five elements of the assessment-center method to selection interviewing of job applicants. Discusses the five reasons for the validity of the assessment-center method along with a parallel list of reasons for the validity of Targeted Selection. (EM)

To determine if interviewers utilize confirmatory information seeking strategies, 170 subjects rated applicant suitability after reading resumes, posing questions, and receiving written answers. Seventy-three percent of the variance in applicant ratings was accounted for by the content of applicants' responses; no clear-cut confirmatory…

Recruiters (N=24) interviewed 91 students to explore factors recruiters use to assess applicants' interviewing skills and suitability for hire. Results indicated that recruiters relied on impressionistic rather than concrete information (e.g., academic achievement and work experience) in making employment recommendations. (NRB)

Article is dedicated to the principle that business and industry can and must overcome some past mistakes in the areas of the recruitment, placement, retention and advancement of minority group people. (Author)

In the two years that the Michigan Civil Rights Commission has been enforcing legislation prohibiting discrimination against handicapped persons, some valuable insights have been gained into how these complaints must be handled in ways different from other types of discrimination complaints. (Author/EB)

Reviews the use of structured selection interviews in the agent selection process. Managers can agree on their evaluation ratings of an applicant. A stable factorial structure for the ratings exists, and the ratings are related to the selection decision, although not all items carry the same weight. (Author)

Describes the historical use of assessment centers as staff development and promotional tools and their current use in personnel selection. The elements that constitute a true assessment center are outlined, and a discussion of the advantages and disadvantages for employers and applicants focuses on positions in library administration. (10…